Channel estimation, synchronisation and contention resolution in wireless communication networks

In the past decade, the number of wireless communications users is increasing at an unprecedented rate. However, limited radio resources must accommodate the increasing number of users. Hence, the efficient use of radio spectrum is a critical issue that needs to be addressed. In order to improve the spectral efficiency for the wireless communication networks, we investigate two promising technologies, the relaying and the multiple access schemes. In the physical (PHY) layer of the open systems interconnect (OSI) model, the relaying schemes are capable to improve the transmission reliability and expand transmission coverage via cooperative communications by using relay nodes. Hence, the two-way relay network (TWRN), a cooperative communications network, is investigated in the first part of the thesis. In the media access control (MAC) layer of the OSI model, the multiple access schemes are able to schedule multiple transmissions by efficiently allocating limited radio resources. As a result, the contention-based multiple access schemes for contention resolution are explored in the second part of the thesis. In the first part of the thesis, the channel estimation for the two-way relay networks (TWRNs) is investigated. Firstly, the channel estimation issue is considered under the assumption of the perfect synchronisation. Then, the channel estimation is conducted, by relaxing the assumption of perfect synchronisation. Another challenge facing the wireless communication systems is the contention and interference due to multiple transmissions from multiple nodes, sharing the common communication medium. To improve the spectral efficiency in the media access control layer, a self-adaptive backoff (SAB) algorithm is proposed to resolve contention in the contention-based multiple access networks

Academische netwerken en micropolitiek: genderpraktijken in werving en selectie van hoogleraren

Contains fulltext : 78635.pdf (publisher's version ) (Open Access)5 p

Mythes ontkracht 2. Op zoek naar de beste

Contains fulltext : 73223.pdf (publisher's version ) (Open Access)Nieuwe hoogleraren worden vooral via scouting geworven, een methode die, als gevolg van gendermechanismen, voor mannen en vrouwen verschillend kan uitpakken.3 p

Behind the scenes of science. Gender in the recruitment and selection of professors in the Netherlands

Contains fulltext : 82590.pdf (publisher's version ) (Open Access)This presentation will discuss the findings of a research on gender practices in recruitment and selection of full professors in the Netherlands. I will unmask some persistent myths related to recruitment and selection which are often used to explain away the under-representation of women in senior academic positions in the Netherlands. These myths are unmasked by revealing the various gender practices tied in with professorial recruitment and selection, such as gatekeeping, male networks and the construction of scientific excellence. This presentation challenges the view of an academic world where the allocation of rewards and resources is governed by the normative principles of transparency and meritocracy, and highlights the distance between the ideal ethos of science and the actuality of social interaction in daily working situations.RU Radboud Universiteit Nijmegen, 07 april 2009Promotores : Benschop, Y.W.M., Jansen, W.H.M.283 p

"Reinventing the wheel over and over again": Organizational learning, memory and forgetting in doing diversity work

Contains fulltext : 218657.pdf (publisher's version ) (Open Access)Purpose: One of the urgent questions in the field of diversity is the knowledge about effective diversity practices. This paper aims to advance our knowledge on organizational change toward diversity by combining concepts from diversity studies and organizational learning. Design/methodology/approach: By employing a social practice approach to organizational learning, the author will be able to go beyond individual learning experiences of diversity practices but see how members negotiate the diversity knowledge and how they integrate their new knowledge in their day-to-day organizational norms and practices. The analysis draws on data collected during a longitudinal case study in a financial service organization in the Netherlands. Findings: This study showed how collective learning practices took place but were insufficiently anchored in a collective memory. Change agents have the task to build "new" memory on diversity policies and gender inequality as well as to use organizational memory to enable diversity policies and practices to be implemented. The inability to create a community of practice impeded the change agenda. Research limitations/implications Future research could expand our knowledge on collective memory of knowledge on diversity further and focus on the way employees make use of this memory while doing diversity. Practical implications: The current literature often tends to analyze the effectiveness of diversity practices as linear processes, which is insufficient to capture the complexity of a change process characterized with layers of negotiated and politicized forms of access to resources. The author would argue for more future work on nonlinear and process-based perspectives on organizational change. Originality/value: The contribution is to the literature on diversity practices by showing how the lack of collective memory to "store" individual learning in the organization has proven to be a major problem in the management of diversity.15 p

Scouting for talent: Appointment practices of women professors in academic medicine

Contains fulltext : 95405.pdf (publisher's version ) (Closed access)8 p

De zevenkoppige draak van ongelijkheid: Heldinnen en hindernissen in de queeste naar inclusiviteit

Diversity in the workforce ‐ in terms of social identity categories such as gender, race, ethnicity, age, and class ‐ has become a prime concern for organisations in both the public and private sectors. Despite decades of equal-opportunities legislation and numerous initiatives, progress towards equality, diversity, and inclusion in organisations remains ‐ at best ‐ slow. Inequality in organisations seems to be an unbeatable seven-headed dragon that has a multitude of faces in different economic, social, and cultural contexts. In this essay, Marieke van den Brink questions whether we have the right swords or bravest heroines to beat this tenacious dragon of inequality. She proposes to unravel the complexity and polyvocality of change by distinguishing between inequality practices ‐ the routinised organisational practices that produce inequality regimes ‐ and equality practices ‐ the planned change interventions aiming for gender equality. Greater insight into the ways that gender equality practices and gender practices interact with, conflict with, and anticipate each other can further our knowledge and understanding of the slow rate of change that gender equality policies have managed to achieve

Behind the scenes of science: Gender practices in the recruitment and selection of professors in the Netherlands

Item does not contain fulltextRU Radboud Universiteit Nijmegen, 07 april 2009Promotores : Benschop, Y.W.M., Jansen, W.H.M.283 p

The politics of knowledge: the responses to feminist research from academic leaders

Contains fulltext : 150716.pdf (publisher's version ) (Closed access)- Purpose – The purpose of this paper is to contribute to the knowledge on the slow gender change in academia by examining university leaders’ defensive patterns of responses to feminist knowledge. Identifying the most common responses will enable scholars and practitioners engaged in equality work in academia to anticipate them and implement specialized interventions to target these arguments. - Design/methodology/approach – The author developed a reflexive, composite methodology, combining participatory action research, documentary analysis and auto-ethnography. It is an explorative study, based on author’s own interpretations and experiences while talking about gender inequality issues in the academic setting. Data are drawn from discussions stemming from public lectures and encounters in the academic setting where academic leaders were present between 2009 and 2015. - Findings – Three patterns of responses are identified: two defensive patterns and one which provides opportunities for change. The two defensive responses resisted the feminist knowledge on the basis of methodology/epistemology or the study’s findings. The pattern of commitment shows promising opportunities for change. - Research limitations/implications – For future research, it could be interesting to further explore the role of leaders in gender equality work. The author examines leaders who are gender aware and analyze how they champion gender equality in their organizations and what actions they take to increase equality. The actual leadership work that has to be done to create gender equal or inclusive work places is an under researched premise. - Originality/value – Hitherto, little is known about the way the feminist knowledge is received within in the academic community. This paper zooms in on this knowledge transfer and investigates a moment where feminist knowledge and academic leaders meet and learning opportunities occur. In addition, this paper shares the hard task we have as feminist scholars, and the feelings this brings to ones one identity as a scholar